Editor's message: The globalisation of trade has led many employers to establish a base abroad to facilitate business growth by having a local presence. Employers may either employ local workers and/or second or relocate their existing employees. A relevant factor is a priority recruitment system in favour of national workers. Where the employer transfers an existing employee abroad, it may be appropriate for the employer to issue a new contract to the employee with his or her agreement.
One key decision for a multinational employer is whether to engage employees on terms and conditions that are tailored for particular countries or regions, or are substantially the same for all locations. The employer, in making this decision, should consider the minimum requirements that apply to employment contracts under national employment laws, as well as under regional regulation, local rules and collective agreements.
Global employers will need to take account of rules that derive from the local state legislature, regional authorities and relevant collective agreements, as well as announcements of forthcoming law changes. In some jurisdictions, the government may announce new legislation, but delay its implementation for several years until it is brought into force, without warning, by publication in the official gazette.
Felicity Alexander, employment law editor
Updated to include information on employers' responsibilities in relation to employees who spend prolonged periods standing or sitting.
Updated to include information on penalties for record-keeping failures.
Updated to include information on the enforceability of restrictive covenants where an employer has committed a repudiatory breach.
Updated to include information on a case in which dependent visa rights were extended to an individual in a same-sex relationship.
Updated to reflect a further extension to the state of economic emergency, relevant to the provision of food benefits.
Updated to reflect an increase in minimum wage rates.
Updated to reflect an increase in the national minimum wage from 1 January 2018.
Updated to include information on the extension of maternity leave and benefit in the event of a premature birth.
Updated to reflect the issue of a sectoral employment order (SEO).
Information on legal service providers for Czech Republic employment law.